Purpose

This role leads the design and execution of Equity, Equality, Diversity & Inclusion (EEDI) strategies for one of AbbVie's key functions. Reporting to the Director, Programs and Business Partnerships, this individual serves as a strategic driver and takes a hands-on approach — shaping the vision and rolling up their sleeves to make it real. The role partners closely with VP-level leaders, functional EEDI councils, Business HR (BHR), and HR Centers of Excellence (COEs) to deliver measurable business and talent outcomes.

The ideal candidate brings a demonstrated track record of driving organizational impact at scale — someone who combines forward-thinking strategy with a bias for action, and who is equally comfortable setting direction and doing the work. This person operates with both a grounding in proven approaches and a commitment to evolving practices that serve our global, diverse organization.

Responsibilities

• Own EEDI functional strategy: Partner with the business to develop the EEDI strategy for assigned function. Lead strategy execution, including roadmap implementation, stakeholder management, communication plans, and achievement of clear measures of success.
• Lead and align EEDI councils: Direct the work of EEDI councils by establishing clear goals, aligned priorities, and effective operating models that connect directly to business and EEDI strategy. Facilitate council effectiveness with hands-on engagement through active leadership.
• Co-design and manage EEDI programs: Co-design, deliver, and manage EEDI programs that are intentionally inclusive and accessible to all employees. Take ownership of program outcomes, with accountability for adoption and measurable outcomes.
• Drive cross-functional alignment: Partner with EEDI leads, BHR and COEs to integrate EEDI principles into foundational people processes and to collaboratively advance new strategies and initiatives — ensuring consistency and coherence across the enterprise.
• Embed systemic change in talent processes: Apply change management methodologies to deliver year-over-year progress on key EEDI metrics and overall talent metrics. Ensure aligned and systemic changes across functions, sustained efforts over one-time initiatives.
• Serve as a strategic advisor: Advise BHR and COEs on practical, evidence-based ways to embed EEDI into all people and business processes. Provide thought leadership that shapes the HR practices and promotes equitable decision-making — with both global perspective and local sensitivity.
• Research and benchmark: Stay up to date on ongoing research and external benchmarking to inform best practices and to identify new opportunities for building a globally inclusive workforce.
• Translate data into action: Use AI, workforce data and analytics to identify talent opportunities, assess initiative effectiveness, and establish KPIs that demonstrate measurable business impact. Be a practitioner who understands data and interprets what it means.
• Uphold governance standards: Ensure consistent adherence to governance processes and guidelines across all EEDI programming and initiatives.